Staff Orientation Development
Developing an Onboarding Program for New Hires
Design a new hire orientation program to provide training on all aspects of the company from the company history, to benefit programs, to the organizational structure.
Designing an orientation program is an important training and development initiative. Irregardless of how big or small your human resources department and talent pool is, all new hires can benefit from a structured orientation program.
Training Program Objectives
First, determine the objectives of the training. For example:
- Increasing awareness of the company history, products, services, strategic plans, values, goals and mission.
- Allow for networking and socializing
- Reduce confusion on job role, reporting structures and expectations.
- Reduce employee anxiety and stress.
Content And Structure Of The Orientation Program
- Company History – go over a brief history of the company by providing a timeline with key events noted.
- Products and Services – go in depth on the products and services the company offers.
- Organizational chart – help new hires to become familiar with the names of the key executives and departmental structures.
- Tour – take new hires on a tour of the facilities noting washrooms, the lunch room and any amenities (including the location where office supplies are located).
- Socializing – provide networking and socializing time as new hires will appreciate connecting with other new hires.
- HR Housekeeping – set aside time for completing necessary forms to sign up the employee on the payroll and benefits as well as time for email account set-up, computer and workspace assignment, key distribution and voicemail set up.
- Mission, Goals and Values – go over the company mission, values and goals. Provide the previous annual report for background. If the CEO is available to come and meet the new hires, this is a great opportunity to reinforce his visions and strategic plans for the company.
- Lunch with their Direct Supervisor – on the first day of the job, having lunch with their new supervisor is a great ice breaker. After lunch, a round of introductions to key staff that the new hire will be working with helps to start making the connections between an organizational chart and the people that make up the chart.
- Policies and Procedures - many companies put together an employee handbook (also known as the Policy and Procedure Manual or Operations Manual). The content includes information on:
- Benefits – including pay scales, pay days, vacations and statutory holidays, breaks, educational benefits, extended health/counseling, insurance plans, retirement savings and guidelines, sick leave, maternity/paternity and other leaves.
- Expense guidelines and instructions on filing an expense report
- Performance evaluation procedures
- Probation
- Safety guidelines
The manual can be given to staff in a binder with tabs dividing the sections for quick reference. The other advantage of a binder is the promotional materials, phone lists, login and password information and other key information can be added as it is presented to the new hire over the course of their first few weeks.
If you have comments or suggestions on this article, please start a discussion.
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